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December 15, 2014
Tying Bonus Potential to Personality
4 Steps to Implement & Manage Positive Change in Your Team
There is nothing worse than an employee that drags down a team, but it happens all the time. Actually, there is something worse…a manager that does nothing about it. This is a common problem in the workplace, it affects morale, and although it may not be obvious in short-term results, long-term negative impact is real.
So what can you do about it? Well, you don’t want to “pick” on your employee, especially if they are a top performer; you want them to continue performing...Continue reading
By Lisa WoodsPosted in Leadership & Teambuilding on December 15, 2014
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January 27, 2014
7 Ways to Engage Your Team
Improve Employee Engagement & Reduce Turnover
According to the 2014 Conference Board CEO Challenge, “Building a culture that supports engagement, employee training, leadership development, and high performance is something companies can control, and can mean the difference between growing market share and simply surviving in 2014.”
But that lofty statement includes more than just the CEO’s effort. That means managers – at every level – have got to build some intention around how to better stimulate and engage...Continue reading
By Lea McLeodPosted in Management on January 27, 2014
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January 14, 2014
7 Mini Conversations to Have with Your Team
Important discussion topics for effective managers.
I am rarely shocked anymore when a client tells me they aren’t clear on the key deliverables of his or her job. Or that they don’t have regular conversations with their manager. Or that the relationship is difficult.
As a manager you must be able to deliver results by working with and through other people. So part of becoming a great manager, is developing good relationships with your employees. Relationships are how work gets done in today’s workplace.
One...Continue reading
By Lea McLeodPosted in Management on January 14, 2014
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November 16, 2013
Promises, Promises: The Power of Keeping Our Word
5 Things You & Your Team Can Do To Create An Accountable Culture
While Halloween is long gone, we still are graced with a scary word that is permeating corporate consciousness. It’s four-----teen letters. It has executives, middle management and front line supervisors stumbling and bumbling around looking for answers. The lack of it is often talked about as the reason for our business woes.
Lack of passion? Nope, that’s only 7 letters. Lack of engagement? Still too short, but a great guess! Need more...Continue reading
By Sherri PetroPosted in Management on November 16, 2013
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November 12, 2013
Engaging Your Employees…Clear Expectations
Get people to work hard for you, regardless if you are in the room.
The small IT Company that I once worked for had a ton of potential. But after awhile I realized almost everyone was unhappy. There was a lot of solidarity and “stick it to the man” mentality. Being new to the organization, I approached my manger and the owner about the concerns I had about the level of unhappiness in this tiny business…we’re talking 15 people…and I was shocked at their response!
To them it was all the employees’ fault...Continue reading
By Emilie ShoopPosted in Management on November 12, 2013
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November 3, 2013
Developing An Emotionally Intelligent Organization
Breaking Down EQ Barriers By Giving Your Organization a Voice
Over the last few months I’ve spent a lot of time talking with executives about emotional intelligence and the impact it has on results. One individual whom I would deem as highly emotionally intelligent expressed disappointment in his own executive peer group. During their recent strategy session the dialog was focused on results, structural reasons for results, external market reasons for results, any reason for results that did not require an understanding or accountability for what is...Continue reading
By Lisa WoodsPosted in Leadership & Teambuilding on November 3, 2013
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October 31, 2013
Personal Motivators-A Straighter Path Toward High Engagement
Lessons in Leadership Genius
Business success depends on the timing and fulfillment of customer-centric needs or desires. Many companies get that right, although some of it is simply by luck.
On the other hand, long-term and sustainable success requires, among other things, the critical element of a highly engaged workforce. This is always a deliberate effort by leadership to gain the commitment of their people…and never happens by luck or happenstance.
This brings to mind the email signature line...Continue reading
By Joseph SkurskyPosted in Human Resources on October 31, 2013
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October 27, 2013
4 Key Strategies to Engage Your Employees
You have more influence over employee engagement than you might think.
Many managers and supervisors tell me that they wish their employees would be more engaged. They want to see higher degrees of enthusiasm, ownership, commitment and accountability throughout the ranks on a daily basis. Maybe you have felt this way. But as a manager, you have more influence over employee engagement than you might think. Read on to learn 4 ways that you can positively influence employee engagement.
As managers, we dream of having employees that...Continue reading
By Claire LaughlinPosted in Management on October 27, 2013
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October 10, 2013
How Best-In-Class Companies Hire Differently
Learn to distinguish pegs and holes to determine how they match against success.
I heard someone comment the other day about round pegs not fitting in square holes and it reminded me of a specific area where confusion exists in hiring.
Most people know that square pegs won’t fit in round holes. That’s easy.
Obviously, square pegs fit in square holes and round pegs fit in round holes. That’s even easier.
But round pegs will generally fit in square holes – they just don’t fully occupy them.
What does this have...Continue reading
By Joseph SkurskyPosted in Human Resources on October 10, 2013
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October 6, 2013
The Changing Role of Human Resources
Effective Human Resources Management Involves All Leaders & Managers
A little over three decades ago as a young undergraduate I made a decision to pursue a career in what at that time was called Personnel Management. Unlike many of my peers it was a cognitive decision. I believed that there was something fundamentally flawed in how we viewed the relationship between employers and employed.
Candidly my academic advisors weren’t terribly supportive. They encouraged me to have a backup plan in case I wasn’t able to find meaningful employment. I took their...Continue reading
By Mark HerbertPosted in Human Resources on October 6, 2013
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